What are the typical HR Related measures that you would incorporate in a Balanced Scorecard?
Hello Ravi, The items tracked on a balanced scorecard should reflect the strategic imperatives for the organization/ business. In that manner, the items are recognized as being critical for business success and will resonate with employees as being important. The method for collecting the information that populates the balanced scorecard must be objective and credible in order to be truly meaningful. When applying a balanced scorecard approach to the HR Function, typical measures could involve the following: · Succession Planning Process (Measures for Planning and Execution) · Filling Critical Skill Gaps (Method and timing for filling gaps) · Employee Development (Developmental movement (planned and executed) Formal Training (linked to skill gaps), Mentoring) · Employee Performance Measurement and Feedback (linked to key business deliverables, timely and collaboratively assessed using objective measures) · Turnover/ Employee Retention (Who is leaving and why – some turnover can be heal
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- What are the typical HR Related measures that you would incorporate in a Balanced Scorecard?
